During the last two decades of my experience with successful professionals, one thing where I have seen most of them struggling is time management. In most of my coaching sessions I always face this question – I am never able to finish my work in time, I am always required to overstretch. In most of the cases whatever I have seen people planning to do at the start of a workday, they are not able to finish even half of that by evening and that too after overstretching for 2-3 hours beyond the regular time. This also leads to lot of stress and creates a severe work-life imbalance.

How do we address this issues?

Here are my 3 simple tips for all of you who are struggling with this issue day in and day out and not able to find a solution. These tips are extremely practical and have given phenomenal results in our experiments with more than 100 successful corporate professionals.

Tip 1 – Stop Managing time
It is impossible to manage time as it can’t be managed. Rather focus on managing “Attention”. If you are able to manage your attention, you will be able to achieve much more during your workday. We lose maximum time because we keep diverting our attention from one thing to another and as a result compromise on output.

Tip 2 – Don’t multitask
Human brain cannot multitask. Do one think at a time and do it continuously for at least half an hour. No disruptions. Try it, results would be magical.

Tip 3 – Manage habits
Map your whole workday and check for recurring habits. Tea/Coffee/Smoke breaks, urge to pick up the phone, being on social media/internet, chit-chat with colleagues, etc. This would throw some interesting insights into your behaviour patterns or habits. Managing them or in other words disciplining yourself will free up lot of time – it may even surprise you.

Try these three simple tips and you will realise how much difference they can make to your life.

Mentoring is a relationship which results into growth and success in personal and professional life. Mentoring is always development and direction driven which helps to achieve goals in all walks of life.

Sometimes, companies and professionals are hesitant to accept the need of it. But for companies to retain employees’ experience and expertise, and to create a workforce that balances their professional and personal life well, mentoring is highly recommended.

Typically, professionals deny mentoring due to their lack of understanding between coaching and mentoring. While coaching gives you goal-focused training and knowledge, mentoring is empowering you to believe in your dreams; it allows you to see the bigger picture, when sometimes it is hidden from your own view due to stress, workload or any other problem.

Studies show that most people who succeed have a mentor. Sometimes it’s difficult to see our own strengths and weaknesses and we stop challenging ourselves and unknowingly create a saturated environment. Mentors can help us to understand ourselves and can give the benefit of their own knowledge and experiences.

According to Kathy Kram, (Kram is the Richard C. Shipley professor in management and an expert in the field of mentoring) mentors provide two types of roles- first, career development roles which involve coaching, sponsoring advancements, providing challenging assignments, protecting protégés from adverse forces and fostering positive visibility. Second, mentors provide psycho-social roles which involve personal support, friendship, counselling, acceptance and role-modelling. Research indicates that employees with positive mentoring experience recognition, promotion, pay and career satisfaction.

Mentoring is essential for women who take a break in their career for some reasons. A mentor can help them navigate their hiatus to advancements in career. Mentoring can help youth as well, as they go through the transitions of life which includes stressful changes at home that demands responsibility and maturity or transitioning to adult hood which needs a career to sustain in this fast paced world.

To sum it up, I would only like to say – “Don’t limit yourself to one person”.

Organisation cultures have seen a radical shift from the days of the Industrial Revolution to the modern age. Earlier the focus was on maximising production where the employees would use their skills to work for their employers, and the employees would get paid in return. Technology and other productivity tools have impacted workplace culture to a great extent. The focus has shifted from employment to employability and acquisition of relevant skills that has created has caused a great deal of focus on learning.

A learning culture is formed by a group of focused individuals who are always working towards developing new policies, ideas and learning ethics to educate employees and increase productivity, in turn benefitting the organization. Today, to keep up with the times, it’s extremely essential for every organization to have a functioning learning culture. After all, at no point in life should any human stop learning. If you’re still not convinced, these reasons just might make you reconsider.

A Great Tool To Retain Employees

Here’s a conversation we once came across that will definitely strike a chord.
A CEO once asked his HR associate, “What if we put all this money and effort into training our employees and they leave?”The HR replied, “What if we don’t and they stay?”
Well? Ever thought of that? We agree your workforce is commendable and they might have passed the mightiest of interviews just to get in your organization, but lets face it, the knowledge they already possess is going to dwindle with time. In that case, learning culture is the only answer to keep your employees up-to-date with the latest happenings in your respective industry. And the fact that your employees are learning something new and are being productive is enough reason for themto stick around, isn’t it?

Knowledge Grows When Shared

The inherent knowledge of the processes that each individual has needs to brought out in the open for the benefit of the organisation. Use of technology to create knowledge repository is very useful for the existing and future generation of employees. A major chunk of your business success depends on your employees’ effectiveness, so why not share your world of knowledge with them? Having a work culture and sharing your knowledge with your employees will only work in your favour. Besides, you never know, even you might get to learn a thing or two from your employees.

Learning Helps Innovation, & Innovation Is The Need Of The Hour

Every organization needs to evolve and transform itself for the future. Doesn’t matter which industry your business belongs to. Innovation is crucial to keep up with the times. It’s a known fact that learning is the catalyst of innovation. A learning culture will educate your employees and turn their curious minds into productive ones that will most certainly benefit them, enhance the working environment, and bring more benefits to the organization.

We already know that there’s more to human resources than just hiring. After all, the responsibility of your entire workforce depends on the HR department, and that certainly is a BIG deal. Human Resources are the real heroes of the organization who are responsible for employee’s well-being. And it’s only fair that the human resources department’s well-being is also taken care of for them to do their job effectively.
That is when HR audits come into the picture. A Human Resources audit is a comprehensive examination of the HR department and their functions. Everything from recruitment, appraisals, exit interviews and more are analyzed, reviewed within the framework of the current HR policies and then the HR Audit process recommends where the department needs to improve.
Today, thousands of companies depend on HR audits for steady growth. Here are three reasons why you should start considering it too.

Helps The HR Department Work More Efficiently
No doubt the HR department knows what they are supposed to do, but certain policies grow outdated very often, especially after a period of major success in an organization. Pay related policies and the like can get easily obsolete due to small or massive shifts in the external environment and organisational performance. Also there are always chances that the employees find their way around the rules and start taking advantage of the company policies. HR audit helps the department analyze these issues and also provides answers to avoid them effectively.

Helps HRs Focus On Bigger Problems At Hand
The HR department is responsible for transactional as well as transformational activities. Transactional activities include record-keeping, documentation and other routine jobs. Transformational activities on the other hand include ground-breaking insights about employee performances, change management , identifying the bigger problems in the organization that inhibit employee performance and finding solutions. HR audits help identify opportunities for big transformations that will help the organization in the long-run by making it agile and adaptable. The HR department will spend more time fixing the more important issues rather than concentrating too only on dotting the i’s and crossing the t’s.

Important For Big & Small Companies Alike
If you think that HR audits should be conducted only by giant corporates, you’re mistaken. Today, even the smallest of start-ups need to conduct an annual HR audit.Why it is important for the small companies to conduct an HR audit? Here’s why.

Small companies cannot afford expensive HR professionals. For them, HR audits are useful in understanding and following employee policies, hiring processes and the like. A proper HR audit helps detect potential violations early and avoid stiff penalties that a start-up can ill afford.

An organization that really cares about its people is the one that makes sure that HR audits are regularly conducted. What’s your opinion?

“The question isn’t about whether an organization should consider employee engagement and satisfaction, the question is how.”

Today, in a world of endless startups and the MNC giants growing bigger than ever before, top skilled professionals have plenty of options to choose from. It is obvious that employees will choose a workplace where their talent and effort is appreciated. The appreciation of these employees can take any form. The most obvious ways to do that is giving them work perks, salary hikes or offering a promotion. But there’s a lot more that goes into keeping an employee engaged and satisfied.

Here are 5 of those tactics that will help you keep your employees happy, and in turn, the organization too.

Be Flexible
Employees work extremely hard to meet their goals. Today, it’s not just the creative industry but employees in almost every sector work late nights. It would give employees great relief if they are given a leeway in terms check-in time. After all, punctuality is important but nothing is more important than understanding your employees and giving them the freedom to work according to their comfort level.
It’s important that as HR professionals, we give them the freedom to express their views and ideas and also the power to make a change wherever they can. Everyone likes feeling important, so why not make your employees feel it?

Give Them An Opportunity To Learn & Grow
Along with giving them freedom, it’s important that your organization invests in a learning culture to keep the employees’ growing as professionals. It will benefit the organization and the employees too, and will keep them satisfied. Let them learn and give them the power to take a few decisions on their own. After all, nobody likes to be bossed around all the time.

Trust In Them
It’s important to put your trust in the employees; it’s a two way thing after all. Unless you trust your employees to make the right decisions, they will not trust you either. It’s important that the organization believes in the employees that are working so hard for them. Believe in them, support them, and they will be as loyal as ever.

Keep Revising The Reward & Recognition Policies
It’s important to be updated. The reward and recognition policies need to be revised time and again considering various factors. Because what worked 10 years ago, is definitely not going to work today, especially in the fast paced world we live in. It’s important to do research, discuss with the upper level management, brainstorm and come up with new policies frequently.

Treat Them Like Family, Not Colleagues
And last but certainly not the least; your employees spend most of their time away from their real families working for a living. And so, it’s important that they feel at home and have a good relationship with their colleagues. The HR professional in the organization should have the ability to be as stern as a parent and as approachable as a confidante whenever necessary. If the employees are comfortable with the people around them, then there’s just nothing like it!

HR Service Providers to carry out either day-to-day HR activities or to take care of more important operations in a company is now an absolute necessity. Not every business can afford to hire an HR department, and so HR service providers come in handy. Nowadays there are multiple service providers available to choose from, but it’s not easy to pick out the right one according to your company’s needs. First, a business needs to understand what HR functions they need the most and then pick out a service provider that is committed to offer that particular service.

Here are 3 of the most important ones that you can find on Chrozon.

1. HR Consulting
Few businesses, especially the new ones need a lot of consulting and advice on serious company matters. Sometimes even the internal HR department in a company could use some help. That is when HR consulting firms come into the picture. HR consulting firms take up responsibilities like HR audits, conduct employee satisfaction surveys, help in judging and improving employee performance management and even help the company stand by their vision, mission and values. HR consulting firms take care of almost all HR responsibilities one can think of.

2. Leadership Development
Some HR service providers only concentrate on providing leadership development and helping improve employee performance. These HR service providers help in managing employees, train the seniors as well as the juniors for a company’s success with their special learning programs and help the company achieve its desired goals by making their employees and themselves more potent.

3. HR Technology
There are many businesses who have an internal HR department which looks after all the necessary activities. HR technology service providers are those who help this internal HR department stay up-to-date with the latest softwares and other trends in the HR world so that they, and in turn the business can function smoothly.

Apart from these three important types, there are recruitment, outsourcing and many other types of service providers that you can find on Chrozon and pick the one that suits your business need the best. Over 1000 HR service providers have already registered! You do not want to miss out on the vast portfolio of commendable HR services that are just waiting to help you make your business better!

Previously, we saw 3 important types of HR service providers that can make a lot of difference in a company. But there are more than just HR consulting firms, leadership development firms and HR technology firms that a business can choose from and enjoy the benefits. At Chrozon, we have ten different types of HR service providers registered so that you can choose from the wide range of options available.

Here are 3 types of HR service providers that can help you run your business better.

1. HR Outsourcing
Apart from the above two, there are also HR outsourcing firms who take care of various important factors that HRs are supposed to look after. But if a company does not have an HR department already, they can simply hire an HR outsourcing firm to do the job for them. Background verification, tax consulting, payroll services, onboarding and offboarding services and so much more is taken care.

2. Recruitment & Staffing
One of the most important job of an HR department, recruitment and staffing needs to be taken care of with diligent care. Especially if a company does not have an internal HR department, hiring a Recruitment and Staffing service provider is of utmost importance. They look after psychometric profiling, identify the manpower requirement of an organization and provide the same. They look up for the right employees a company needs and also are manpower consultants in times of need.

3. Rewards Management
While there are service providers who only concentrate on recruitment, there are also those who look after rewards management. These service providers handle compensation surveys, incentives management, compensation management and the like. They basically take care of all types of rewards a company offers its employees. From keeping track of the cost, to figuring out how much they can shell out from the budget for the rewards to calculating how many rewards and benefits an employee is worth, rewards management service providers look after it all.

Just head to Chrozon and find yourself the above three and many more types of HR service providers that will help you get ahead in your business.

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